The challenge for brokers is finding a way to increase lower participation rates historically associated with online enrollment. Having a professional enroller on site who understands the process and can answer questions is essential, Ellis says. Its the method of enrolling, he says, not a paper versus online issue. Its whether its assisted or not.

TRUEbenefits principal consultant Grant McDonald agrees, adding that an enroller needs to understand the companys culture and core benefit offerings. I dont think theres any question that employees value the education and the time, he says.

Lack of education

A vast majority of employees arent receiving that help, according to Guardian Life Insurance Company of America. The companys recent workplace benefits study found just one in four employees said their company helped them when selecting a plan. And yet, employer-provided benefits are critical for middle-income employees  Guardian found 74% said most of their financial security stems from workplace benefits, and four out of five workers said benefits determine whether or not to take a new job.

Most people dont understand their benefits until they need to use them, TRUEbenefits McDonald says, and better-educated employees make smarter choices. One-on-one counseling is one the most effective education tools, he says, but it is not always possible. For employers with employees spread out across the country, McDonald recommends making a call center available.

The assistance portion of the enrollment process is also benefiting from technology, CBIZs Ellis says, citing intuitive software, which uses personal data input by the employee to help them choose the most sensible plan. But people cant sign up for health care if they dont know when open enrollment begins  and a shocking number dont. According to the Kaiser Family Foundation, for example, a whopping 89% of uninsured people are unaware that open enrollment on the federally-facilitated health care exchanges begins in November.